Learning is critical to enabling business strategy, from onboarding new hires to developing future leaders, to educating channel partners and customers. This study, based on responses collected from 185 organizations between July and September 2013, looks at how organizations connect learning to business priorities, create development programs that impact every stage of the employee lifecycle and utilize technology to support learning initiatives. It also examines the business impact of building learning capability and running effective learning programs. Research conducted by Aberdeen Group and brought to you thanks to Skillsoft.

Small and medium businesses (SMB) are the backbone of America, generating annual revenues that can reach $8.1 million [based on SMB’s with less than 100 employees]. These SMBs employ up to 99.7 percent of all employees in America, and 39 percent of these employees fill high tech jobs. SMBs have advantages over larger organizations when recruiting top talent to help drive their small enterprise. This white paper will further examine the essential components and justifications that CEOs, hiring managers and business owners alike should consider when developing and deploying their hiring strategy and processes.

Every small and medium-size business needs to map out a comprehensive talent strategy. You can help your company avoid roadblocks by reading the SuccessFactors white paper “Steer your business to handle change by creating the right road map for your talent journey.” Understand how you can navigate major changes such as growth, expansion, efficiency and innovation. Download the white paper and navigate the path to success.

Every small and medium-size business needs to map out a comprehensive talent strategy. You can help your company avoid roadblocks by reading the SuccessFactors white paper “Steer your business to handle change by creating the right road map for your talent journey.” Understand how you can navigate major changes such as growth, expansion, efficiency and innovation. Download the white paper and navigate the path to success.

Every small and medium-size business needs to map out a comprehensive talent strategy. You can help your company avoid roadblocks by reading the SuccessFactors white paper “Steer your business to handle change by creating the right road map for your talent journey.” Understand how you can navigate major changes such as growth, expansion, efficiency and innovation. Download the white paper and navigate the path to success.

Today, business process automation is a critical strategy used to transform organizations and strengthen bottom-line results. At the front of this movement, human resource leaders are embracing automation to transform every aspect of their company's workforce management, from payroll to core HR to strategic talent management. For HR leaders who are considering automation to transform their people management processes, a crucial step in the early project-planning phase should include gaining a full understanding of the significant advantages offered from true cloud technology. Additionally, those organizations already using automated solutions via on-premise software will want to weigh out the options of switching to cloud delivery for greater efficiency.

For many SMBs, finding the time to proactively manage employee performance is difficult. The emphasis is more often on increasing revenues and achieving stability, especially in the early days. However, as businesses grow, the need for improving staff engagement, productivity and loyalty becomes increasingly important.
This paper offers a practical guide for organizations that have identified performance management as part of their long term growth strategy. Explore six key steps involved in developing an effective performance management strategy:
• Establishing a business case
• Tailoring performance management to your specific business needs
• Implementing effective staff reviews
• Building a process that adapts as your business evolves
• Analyzing and understanding your strategy’s effectiveness
• Using the most appropriate technology for your company
Download now and learn top best practices involved in implementing an effective Performance Management strategy.

The workforce typically represents 40 to 60% of the operating expenses in a company, and is the most important asset in business execution. Companies that narrow the gap between strategy and results can reap increased growth & lower operating costs.

While compliance and reporting are absolutely necessary, they will not be sufficient to truly enable an organization's business strategy. Taking this opportunity to think through the ways in which workforce management strategy supports overall business objectives can position HR leads to have a huge impact on organizational performance, as well as costs. This Research Brief looks at how organizations respond to the ACA, as well as the underlying technology foundation that can enable both reporting and the execution of an overall workforce management strategy.

It’s time to think more strategically about your entire workforce. Learn the benefits of a unified approach to HCM and workforce management.
In today’s competitive and rapidly changing business environment, sustained success requires a total HCM strategy that focuses on managing, engaging, and retaining your entire workforce — both hourly and salaried employees alike. It also requires a single, unified technology platform that enables managers to successfully execute on that holistic strategy for improved operational efficiency, higher employee engagement, and better business outcomes.
Read the e-book for best-practice advice and valuable insights into the shared future of HCM and workforce management, including:
Where early attempts to bring together HCM and workforce management fell short of expectations
Why you need an integrated HCM and workforce management technology platform to gain complete visibility into your entire workforce and drive better decisions
How a holi

Strategic HR means managing HR in a way that supports the company’s long-term business goals and outcomes. In essence, it goes far beyond the administrative duties HR has been known for and applies HR principles and practices to overall business strategy—both now and in the future. But while HR professionals recognize the importance of strategic HR, a recent study shows that not nearly as many HR professionals actually practice it.

Compensation plans help organizations determine the best use of their compensation dollars. They answer questions like: how does pay align to our business goals? What do we value and how do we want to reward those values? What pay choices will help us retain, motivate, develop, and attract top talent? And, how/do we want to prioritize pay for the jobs that are mission critical? The typical compensation plan is complete when it has a philosophy, strategy, guidelines for pay, policies and processes.

Have companies built a workforce strategy where employees become a competitive advantage? More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.

Organizations use a lot of their resources to hire the best talent. So, after spending all that time and money to find an employee, the last thing they want is to have them leave.
Believe it or not, that’s exactly what happens. It’s not hard for employees to find a new job in today’s competitive business landscape. Organizations must do more than simply take action. They need to develop a comprehensive strategy to engage and retain talent.

For humans, growth has always been a competitive necessity. Now, it’s not only vital for our personal development, but for the businesses we lead. As professionals, we need to develop new skills, acquire knowledge, and gain expertise. Learning is more important to our careers than ever before.
For organizations, prioritizing growth, development, and learning will create a culture that positions both the company and its employees for success. There are many ways to emphasize learning as a central strategy.
Here are four methods that any company can utilize to make learning a strategic advantage.

Today, IT leaders address the PC lifecycle across a continuum from control to transformation. Control is geared to optimization, while transformation focuses on the business impact of technology. Though the two approaches differ, they are not in opposition. They strive for the same goals and face similar challenges. As IT leaders provide their workforce with the tools to carry out the corporate mission, they should develop a PC lifecycle strategy that encompasses the key organizational needs of systems management, end-user productivity, business innovation and data-centric security. Read this Dell whitepaper to learn more about the findings of a recent Forrester Consulting study, “Digital Transformers Innovate, Digital Controllers Optimize”. This paper will help clarify the PC lifecycle continuum, from the basics of control to the advanced levels of transformation, so you will be better equipped to determine the needs of your organization on that spectrum.

A framework for business-IT collaboration
Despite often massive investment, many digital transformation efforts fail. Why? One of the biggest culprits is business and IT leaders viewing digital transformation as a pure technology play—e.g. the flawed mindset that you can just plug in a new app, solution or system and let it run.
KPMG’s approach to Technology Strategy and Selection (TSS) helps companies take full advantage of emerging technologies by aligning the technology strategy with the future aspirations of the business. Learn how KPMG helps business and IT leaders join together to strategically choose, implement and leverage technology to enjoy their full benefits.

A modular, holistic approach to change
Digital disruption is forcing companies to fundamentally rethink how they compete. You probably used to solve this challenge by buying better technology. But in today’s complex, fast-changing business world, that single-minded approach is destined for failure.
KPMG’s Technology Strategy and Selection (TSS) framework is a modular, holistic approach that drives lasting, long-term value from technology change. This article walks through the four key phases of the leading edge framework—creating a transformation vision, blueprinting the future organization, selecting the supporting technology, and implementing the new tools.

Personalized customer experiences can drive double-digit revenue growth for your business. However, poor personalization can hurt your bottom line, as consumers switch from companies that fail to meet expectations to those that do.
In this playbook, we provide clear guidance to help you formulate a winning personalization strategy for your organization over three phases of maturity: Embrace, Expand and Excel.

Every day, demanding customers, unforeseen competition, and disruptive
new technologies hammer home that we have entered the age of the
customer, where established business operations no longer work.
Yet, most marketing functions still rely on decades-old methods that
undermine their ability to create post-digital brand experiences and help
their firms become customer-focused. Smart CMOs recognize that it is
time to pivot their marketing function around the customer, rather than
transactions, sales, their brand, or day-to-day operations.
In March 2018, Adobe commissioned Forrester Consulting to evaluate
the link between email innovation and customer obsession. To explore
this topic, Forrester conducted an online survey with 256 US consumers
who use personal email and 260 marketing technology and strategy
decision makers at US companies with 500 or more employees. We found
that email marketing can provide a way to launch customer-obsessed
marketing at organizations. In fact, companies t

As applications and services become more central to business strategy, and as distributed methodologies like agile and DevOps change the way teams operate, it is critical for IT leaders to find a way to integrate their backend systems, legacy systems, and teams in an agile, adaptable way. This e-book details an architecture called agile integration, consisting of three technology pillars—distributed integration, containers, and APIs—to deliver flexibility, scalability, and reusability.

As BluePearl’s business continues to grow and its strategy evolves, its investment in Cisco® technology is protected. When BluePearl moves to a centralized data center in the near future, all Cisco HyperFlex nodes can still be managed as one integrated infrastructure.

• Enterprise Content Management is a market in transition. And as demand for modernization becomes widespread, long-time leaders are investing in new capabilities to keep up — and bringing more of the market to the cloud to meet the needs of users and IT managers alike.
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• This report shows how a range of providers measure up to help companies make the right choice when
• requirements are skewed to the needs of information workers who need to create, collaborate on, share, and find enterprise content.
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• Use the 2017 Forrester Wave™ report to:
o Get educated. Gain an understanding of how the ECM market is changing and why complex, on-premises ECM suites are giving way to Cloud Content Management platforms like Box.
o Define your needs. Forrester ranks the top 15 ECM business content vendors based on current offerings, strategy and market presence to help you evaluate vendors that suit your needs.
o Select a vendor. Learn how cloud content management platforms like Box are designed